All water utilities, especially small systems, are struggling to recruit and retain experienced staff. What is going to happen when your system’s long-term operator or manager retires? Who knows all that they know? This workshop will focus on succession planning, operator recruitment and staff retention strategies.

From a regulatory standpoint, communication between the operator and board/owner is important in order to identify public water system issues or needed modifications, and also ensures compliance with SDWA requirements, which is the basis for proper public water operations.

This workshop will discuss the links between workforce development, system sustainability, and long-term planning that also includes communicating with decision-makers.

You will learn:
– How to analyze the gaps in your current workforce and strategically rebalance for efficiency.
– How to write compelling job descriptions and rebrand your workplace culture so that you will attract qualified applicants to your candidate pool and retain excellent talent long-term.
– Strategies for recruiting and working with Millennials, and succession planning tips to prepare your utility for the Baby Boomer retirement phase.
– Tips for communicating to board members and regulatory agencies about the current conditions of your water system